ORGANIZATION DEVELOPEMENT AND CHANGE

7/29/2019 ORGANIZATION DEVELOPEMENT AND CHANGE

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Krishnan unni T.U

S3 MBA

TRANSACTIONAL ANALYSISWHY PEOPLE SAY AND DO WHAT

THEY DON'T REALLY WANT TO


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Transactional Analysis (lat. transactio =

agreement) is allied to the techniques of

psychotherapy and counselling, and is a

method of observing and influencing

human behaviour and experience. It

combines psychoanalytical, linguistic,

behaviourist and cognitive elements into aunified approach."


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EACH OF US IS REALLY

THREE PEOPLE!!!!


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THREE MODES OF

BEHAVIOR Parent

Adult

Child

These are called EGO STATES

They are Felt states of being and notjust roles.


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Child Ego State

Natural Child(PRINCE)- Hateful/ loving/

spontaneous/ playful

Intuitive Child(LITTLE PROFESSOR)-

Thoughtful/ imaginative/ creative

Adapted Child(FROG)- fearful/ guilty/

ashamed


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Parent Ego State

A collection of pre-recorded, pre-judged,

prejudiced codes for living.

Decides, without reasoning, how to react

to situations.

Can be over-controlling and oppressive or

life giving, supportive and tender.


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Overly Critical- Critical parent

Loving and nurturing the child- Nurturing

parent


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Adult Ego State

Has no emotions able to detach from

feelings.

Logical.


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Contamination

When the Adult uses information which

has its source in the Child or in the Parent

and which may be incorrect.

Prejudice.


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Voices in the head!!

Parental Tapes being played over in our

minds.

They may be good or bad depending on

which parents tapes we are playing.


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Critical parent is opposed to natural

child.

Nurturing parent is supportive tonatural child.

Critical parent activates the Adapted

Child. It is possible to fight your Critical

Parent(also called Pig Parent).


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RELATIONSHIPS

Child to Child

Parent to parent

Child to Adult Adult to Parent

Adult to Adult


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STROKES

The recognition that one person gives to

another

Essential to a person's life

Can vary from actual physical touch to

praise


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MOST OF US SUFFER

FROM STROKEHUNGER!!!!!!


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Positive Strokes- I love you, you dida good job- Warm Fuzzies

Negative Strokes- I hate you- cold

Pricklies. When positive strokes are not given,

we look for negative strokes rather

than be without strokes at all!!


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We should learn to open our hearts and

ask for strokes.

It makes life easier.


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Basic States of Mind

1. I'm not OK, you're OK2. I'm OK, you aren't OK

3. I'm not OK, you're not OK4. I'm OK, you're OK


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TRANSACTIONS

Transactions occur when any person

relates to any other person.

The three types of transactions:COMPLEMENTARY,CROSSED &

COVERT.

Every transaction is made up of astimulus and response.


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Complementary Transaction

between Adult and Adult

Parent to Child

Parent to Parent


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Communication can continue between ego

states as long as trans-actions are

parallel.

Whenever a disruption of communication

occurs, a crossed transaction caused it.


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Cross Transaction

When three or more ego states are

involved

The transactional response is addressed

to an ego state different from the one

which started the stimulus

They disrupt communication.


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Discount Transaction

One very important kind of crossedtransaction

Here one person completely disregards

what the other one issaying.

Discounts are not always obvious but are

always unpleasant


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Covert Transactions

A covert transaction is when people

say one thing and mean another.

Are the basis of games and are

especially interesting because they are

crooked.

They have a social (overt) and a

psychological (covert) level.


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Chapter 8: Sensitivity and

Breakeven Analysis

Analyzing project risks bymaking mechanical trialand error changes to

forecast values of selectedvariables.


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Introduction

Analyzing the risks of investmentprojects, by changing the values of

forecasted variables.

Finding the values of particularvariables which give the project a

Breakeven NPV of zero.


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Process of Analysis

Identification of those variableswhich will have significant impactson the NPV, if their future values vary

around the forecast values. The variables having significant

impacts on the NPV are known as

sensitive variables. The variables are ranked in the orderof their monetary impact on the NPV.

.


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Management Use of Sensitivityand Breakeven Analysis

Sensitive variables are investigated andmanaged in two ways:

(1) Ex ante;in the planning phase;more effort is used to create betterforecasts of future values. If

management decides the project is toorisky, it is abandoned at this stage.

Using Sensitivity:

M t U f S iti it


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Management Use of Sensitivityand Breakeven Analysis

(2) Ex post; in the project executionphase; management monitors theforecasted values. If the project isperforming poorly, it is abandoned orsold off prior to its planned termination.

Using Sensitivity:

Sensitive variables are investigated

and managed in two ways:

anagement se o


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anagement se oSensitivity and Breakeven

AnalysisUsing Breakeven:

Forecasted calculated Breakeven values of

variables are continuously comparedagainst actual outcomes during theexecution phase.

Terminology Within the


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Terminology Within theAnalysis

Sensitivity and Breakeven analyses arealso known as: scenario analysis, andwhat-if analysis.

Point values of forecasts are known as:optimistic, most likely, and pessimistic.

Respective calculated NPVs are known as:

best case, base case and worst case. Variables giving a breakeven value, return

an NPV of zero for the project.


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Selection Criteria ForVariables in the Analysis

Degree of management control.

Management's confidence in theforecasts.

Amount of management experiencein assessing projects.

Extrinsic variables more problematicthan intrinsic variables.

Time and cost of analysis.


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Real Life Examplesof Forecast Errors

Large blowouts in initialconstruction costs for Sydney

Opera House, Montreal OlympicStadium.

Big budget films are shunned bycritics and public alike; e.g

Waterworld: whilst cheap filmsbecome classics; eg.Easy Rider.

High failure rate of rockets used to

launch commercial satellites.


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Outputs and Uses

Each forecast value is entered intothe model,and one solution is given.

Solutions can be summarized

automatically, or individually byhand.

Variables are ranked in order of the

monetary range of calculated NPVs. Management investigates thesensitive variables.

More forecasting is done, or thero ect is acce ted or re ected as is.


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Team Building Interventions


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What Is Team?

Collection of people relying ongroup collaboration achieve

success and goal achievement.

Importance is on joint, concertedand coordinated effortwhich

generate positive energy to achieve

goals.

?


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Why People Join Teams?

Feel stronger

Reduced insecurity of remaining aloneSecurity

Recognition to membersStatus

Feeling of self worthSelf- esteem

Fulfill social needs through interactionAffiliation

Things cannot be achieved individuallycan be achieved through group actionsPower

Pooling of talents, knowledge or powerenables to get job completedGoal achievement


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What Is Team?

Team is a group of a persons- supervisor andmembers interacting with each other.

Listening

Participating Collaborating

Supporting

Coordinating

Motivating

Effectiveness of team is not merely measuredin completing a task or reaching a decision, ateam must be aware of the process.

Benefits Of Team Building


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Benefits Of Team BuildingManagement, complexity of task and situation requires to be creatively and collectivelymanaged.

Capable of rapid response to situations.

Encourages high motivation and consequent achievement.

Level of commitment is high.

Collaborative strength of team and teams are task oriented.

All the members benefits from the team individuals and organization.

Achieve higher level of productivity and performance.

Expanded job skills as they do each others job this increases organizational flexibility to deploy

members in long run.

Characteristics Of Effective Teams


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Clear purpose to all

Members know their goals mission, vision

Participation

All members are listened as there is effective interaction

Consensus decision making

Situation is diagnosed by joint decision and problems aresolved through cooperation and supportive relationship

Leadership Anyone is free to volunteer and leaders role is supportive

and informal

Trust and respect for one another

Ch t i ti Of Eff ti T


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Close sense of identification

High degree of group loyalty, group solidarity orcohesiveness.

Positive synergy

Level of performance is greater due to coordinated effort

Self assessment

Periodic examination how well the team is functioning?

High performance teams

All the above + commitment, ambition, mutualaccountability members are interchangeable withcomplementary skills


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Strategies For Team Building

DiagnosisTask

accomplishments

Teamrelationship

s

Team andorganizationprocesses


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Strategies For Team Building

Work TeamBuildingActivities

A. Diagnostic Meetings:

unfreeze the members to be ready Joint data collection

Feedback data and discuss problem

areas of the group

B. Team building focused on: Task accomplishment including problem

solving, decision making, role

clarification, goal setting

Building and maintaining effective inter

personal relationships

Understanding and managing group

process and culture identify barriers

and seek collaboration

Role negotiation techniques.

Types Of Teams


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Types Of Teams

Work team

Comprises ofsection/work group

i.e. supervisor and hisemployees

Problem solvingteams

Common in 1980s

Quality circles,

productive teams,task force etc.

Not given authority tounilaterally implementany of their actions.

Members are from thesame section ordepartment


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Cross functional teams

Become vogue in 1990s Composed of members from different departments to coordinate

complex projects and are from same hierarchical level

Effective way to exchange information, develop ideas and solveproblems and solve complex projects

Gradually builds trust and team work as people are from different

back grounds, with different experience and perspective.Self managed teams

Cross functional so skills are complementary

Collective control over work and are empowered

Sharply focused objective

Near complete operational and decision making autonomy- settheir rules to operate

Every member has separate role for his department

Training and grooming of members as business managers

Self evaluation


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TEAM WORK

Successful teams have a combination of qualities summed upin acronym team work

T :- trust

E:- enthusiasm

A:- ambition to succeed

M:- mutual interest W:- workability of goals

O:- openness to share ideas

R:- resilience

K:- key result areas

How Team Manage Themselves?


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How Team Manage Themselves?

Form the team

Set targets

Plan the activity

Analyze problems

Find solutions

Put into action

Validate the result

Registerachievement

6-8 cross functional members

Investigate current conditions

Assign every member a role

Identify the causes

Consult the leader if necessary

Ensure unity of purpose

Is the solution permanent

Acknowledge result as target


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TEAM BUILDINGACTIVITIES


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Team building activities

Every teams collective purpose is to

achieve tasks they cannot achieve

alone.

Team Building activities help them realizethis.


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REFERENCES

WWW.ECOITRALIE.IN

http://www.icmrindia.org/courseware/Organizational%20Behavior/Organizational%20

Behavior.htm

Organizational behaviour margiparik,pearson
http://www.ecoitralie.in/http://www.icmrindia.org/courseware/Organizational%20Behavior/Organizational%20Behavior.htmhttp://www.icmrindia.org/courseware/Organizational%20Behavior/Organizational%20Behavior.htmhttp://www.icmrindia.org/courseware/Organizational%20Behavior/Organizational%20Behavior.htmhttp://www.icmrindia.org/courseware/Organizational%20Behavior/Organizational%20Behavior.htmhttp://www.icmrindia.org/courseware/Organizational%20Behavior/Organizational%20Behavior.htmhttp://www.icmrindia.org/courseware/Organizational%20Behavior/Organizational%20Behavior.htmhttp://www.ecoitralie.in/


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ORGANIZATION DEVELOPEMENT AND CHANGE

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